Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a chemical laboratory analyst. Find the right words with quality phrases.
A chemical laboratory analyst carries out lab tests on the provided specimens of chemicals, products, or materials while following a set of guidelines or given procedures. He/she is required to document and report the lab tests conducted as well as take part in the preparation of the materials, kits, and reagents used in the laboratory.
Other duties include proper handling of the laboratory equipment; keeping the work area clean; ensuring the safety of samples and lab equipment; maintenance of lab equipment; keep proper records of test results; observations and readings ; adhere to the protocols of the laboratory; and providing technical support in training, intra-lab transfer and investigation.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Rating Meaning | |
| The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies. | 1 |
| Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results. | 2 |
| The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work. | 3 |
Supervisor's Feedback | ||
Skill | Comments | Rating |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Allows external opinions or difficulty in changing a situation to be an excuse for one not to follow own heart when making a decision Waits around for the most perfect or ideal choice instead of figuring out the best criteria for making an adequate decision | 1 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Chooses own words carefully and restrains from making any demoralizing statements that call the employees intelligence into question Offers the employee with training and provides more frequent direction in order to help them improve on weak areas | 2 |
| SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace. | Sets unrealistic goals for oneself and always has unrealistic ideas on how easily tasks could be accomplished Easily loses focus and gets sucked into social media and other small distractions | 1 |
| COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization. | Is not willing to fulfill or exceed customer service expectation Must be put under supervision in order to complete a task | 1 |
| PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results. | Practices mindfulness in order to ease mental problems and think in an effective way Sets aside the problems over which one has no control and concentrates own efforts on those that one can potentially solve | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Carefully monitors and appreciates the quality of work one has provided as well as that, which other people provide Uses the appropriate methods, tools, and criteria in order to regularly evaluate the company's processes, services, and deliverables | 2 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Constantly works without taking breaks between tasks which makes one feel overloaded and less efficient Does not know how to improve own concentration when one is faced with distractions | 1 |
| RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly. | Sets clear goals but does not maintain a good communication strategy to let others know what is expected of them Solves the current problem but does not gather the necessary resources to prevent the problem from happening again in the future | 1 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Delivers low-quality work to beat the clock and is poor in time-management Spends a lot of time crafting excuses and lacks sense of urgency | 1 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Hardly sets any objectives when initiating process improvement efforts and most efforts end up being fruitless Ignores benchmarks and fails to complete processes in accordance with the already set standards | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved? Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation? When do you give positive feedback to your employees or subordinates? Give an example of the last time you did | [employee comments] |
| SELF AWARENESS: Can you think of a situation where you felt you needed to modify or adjust your behavior? How did you go about it? Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that? | [employee comments] |
| COMMITMENT TO THE JOB: Can you describe a situation when you demonstrated initiative and took action without waiting for directions? Were you happy with the outcome? Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals? | [employee comments] |
| PRACTICAL THINKING: How have you helped other employees improve their ability to think practically? How has this benefited the company? Describe a project that was successful because of your ability to think practically. What was your role? | [employee comments] |
| RESULTS ORIENTATION: Is there a time when you have handled a project that demanded a lot of effort? How did you go about it? Describe a project that you have started on your own recently. What motivated you to get started? | [employee comments] |
| DEADLINES - ON TIME: How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same? What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines? | [employee comments] |
| RESOURCE USE: Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer How have you ensured a fair and balanced resource allocation when planning your projects or tasks? | [employee comments] |
| TIME MANAGEMENT: Are you able to distinguish between unimportant and important tasks when working on a project? Is there a time you had to seek assistance from another person to solve a problem quickly? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to implement parallel processing of related processes? What efforts are you making to improve your ability to detect the root cause of errors in processes? | [employee comments] |
Summary |
|---|
Sections 1-4: To be completed by the supervisor Section 5: To be completed by the employee |
1. Exceeds Job Related Expectations |
2. Areas to improve |
3. Goals completed since last performance feedback |
4. Goals for next period |
5. Employee comments |
Signatures | |
| I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal. | |
| Employee: | Date: |
| Supervisor: | Date: |
| Human Resources: | Date: |